Hiring

Subterms

    More stories

    • 175 Shares199 Views

      in Employer

      The Power of Integration: 4 Reasons Why Your ATS and Hired Are Better Together

      by

      Streamline your hiring workflow and increase your placement rate!
      When companies integrate their ATS, they simplify process tracking to maximize efficiency. Keep reading to discover what your company can accomplish by integrating Hired with your ATS. Integrating your systems takes just a few minutes and we highly recommend setting this up prior to reaching out to candidates on Hired.
      1. Efficiently manage job requisitions
      Once your ATS is seamlessly integrated with Hired, you unlock the ability to pull in job requisitions (reqs) directly. This means no more redoing work. Effortlessly link to and search for existing positions in Hired so you don’t have to spend time manually inputting all elements of your open role. These reqs will also be easily recognizable to other team members, ensuring everyone is always on the same page.
      2. Automatically add candidate profiles
      Upon accepting an interview request, candidates from Hired are automatically added to the ATS. This automation saves you the time of uploading individual profiles manually. On top of this, with some ATS integrations, when you pull in a role, you can automatically assign all new candidates a custom stage that fits your funnel.
      3. Synchronize candidate stages
      Once a job is tied to a Hired position, any changes to a candidate’s stage in your ATS will be mirrored on Hired. This real-time synchronization enhances candidate experience by ensuring consistency and allowing a unified view of candidate progression. 
      4. Drive better placements and faster offers
      Beyond just operational efficiencies, integrated companies see tangible results. On average, companies with their ATS integrated with Hired have a 46% better placement rate than those without. What’s more, integrated companies also make offers an average of 10 days sooner than non-integrated companies. Integrating Hired and your ATS could be the difference between securing top talent and losing out.
      Related: Hired CEO Shares Summer 2023 Hiring Trends: Tech Hiring Thaw 
      Applicant tracking systems integrated with Hired
      Have an ATS partner you’d like Hired to integrate with? Let us know at hired.com/integrations. 

      1. Ashby
      Ashby enables talent teams to be exceptional at what they do. Ashby combines your ATS, CRM, Scheduling, and Analytics into a single consolidated solution without compromising on scalability of customizability. The impact is real-time reliable data, a consistently great candidate and recruiter experience, and a single source of truth. 

      Target companies: SMB, MM, ENT
      Target industries: All industries, especially popular among venture-backed technology companies
      Target markets: Global
      Beyond the ATS: Ashby Analytics is bundled into Ashby all-in-one solutions or can be purchased as a standalone product. This is especially useful for companies that need additional analytics support but already have an ATS that they are not looking to change.

      Unlike the mostly static dashboards provided by Excel sheets or BI tools, Ashby lets you interactively explore all your recruiting data. Build your own reports. Filter and segment by any field. Drill down into each data point.
      Related: Hired Partner, Ashby: An ATS to Unlock Hiring Excellence 

      2. Greenhouse
      Greenhouse is the hiring operating system for people-first companies. Their industry-leading software and structured hiring approach enable more fair and equitable hiring. A fast-growing ecosystem of more than 450 hiring worktech partners are seamlessly integrated with Greenhouse. Over 7,500 companies have leveraged Greenhouse to turn talent into their competitive advantage – so they can hire for what’s next.

      Target companies: SMB, MM, ENT
      Target industries: All industries, especially popular among Tech, Marketing/Advertising, Finance, Management Consulting, and Biotech companies
      Target markets: Global
      Beyond the ATS: Greenhouse Onboarding engages new hires as soon as an offer is accepted. This streamlined approach allows companies to integrate new team members faster, keep everyone informed, and automate logistical onboarding tasks.

      By implementing Greenhouse Onboarding companies are leveraging technology so that new hires can be quickly integrated into the company culture and become productive, active members of the organization from the start.

      3. JazzHR
      JazzHR, an Employ Inc. brand, delivers an enterprise-level set of easy-to-use recruiting tools that empower small and mid-sized teams to hire faster at an unmatched price. JazzHR’s best-in-class software replaces time-consuming and manual hiring tasks with intuitive software designed to help recruiters and hiring managers recruit, and hire the right talent, fast. 

      Target companies: SMB
      Target industries: All industries, especially popular among IT and Software companies
      Target markets: North America
      Beyond the ATS: JazzHR’s candidate texting allows you to boost your sourcing streams, battle interview fatigue, and help humanize hiring by leveraging real-time conversations with candidates to keep your company top-of-mind and ahead of the competition.

      Stop playing phone tag – learn how recruitment texting can speed up the hiring process and boost candidate engagement.
      Related: Hired Partner, JazzHR: A Powerful ATS for Small & Medium-Sized Businesses

      4. Lever
      Lever, an Employ Inc. brand, is a cloud-based Talent Relationship Management platform that transforms sourcing, recruiting, and hiring for companies of all sizes and needs. LeverTRM is the only solution with ATS and CRM functionality in one platform, allowing recruiters and hiring managers to focus on building relationships so candidates can find the best fit.

      Target companies: MM, ENT
      Target industries: All industries, especially popular among Tech, Software, Media, and Financials Services companies
      Target markets: North America
      Beyond the ATS: Lever Career Site Builder allows for anyone on your hiring team to craft a compelling career site in minutes — no design or coding experience necessary — saving you time and preventing you from having to rely on web development resources.

      Take it one step further and integrate your org’s Google Analytics account. Through this integration you can measure traffic and engagement with your custom-tailored career site with ease by syncing your Google Analytics instance and ID.
      Related: Hired Partner, Lever: A Leading Talent Acquisition Suite

      5. Teamtailor
      Teamtailor is a leading recruitment (ATS) and employer branding platform that empowers organizations to streamline their hiring processes and attract top talent. With innovative features, customizable workflows, and powerful analytics, Teamtailor offers a user-friendly solution to optimize recruitment efforts, enhance candidate experiences, and build strong employer brands.

      Target companies: SMB, MM, ENT
      Target industries: All industries
      Target markets: Global 
      Beyond the ATS: Teamtailor’s employer branding features equip you with everything you need to give candidates a glimpse into what it’s really like to work at your company, make it easy for everyone at your company refer people in their network to your open positions, add career pages with translated content or create unique experiences for different languages, and more!

      No technical knowledge is needed to take advantage of these features, thanks to pre-built templates.
      Related: Strong Employer Branding Helps Recruiting, TA Teams Win 

      Related: Hired Partner, Teamtailor: The Recruitment & Employer Branding ATS 
      6. Workable
      Workable is the world’s leading hiring and HR management platform. Workable gives in-house recruiters, hiring teams, and HR professionals more ways to find more qualified candidates and help them work together to identify, hire, onboard, and manage the best. Whether you’re hiring Employee #2 or 200 new employees, Workable’s all-in-one recruiting software helps you find the best candidates and turn them into employees.

      Target companies: SMB, MM
      Target industries: All industries
      Target markets: Global 

      Beyond the ATS: Workable goes beyond hiring with their Onboard & Manage tools that help you onboard and manage your employees. With fully customizable profiles, company document management, org charts, and time off management (coming soon), it becomes an end-to-end HR system.

      Related: How Many Candidates Should You Interview for a Job? Hiring Best Practices 
      7. Workday
      Workday is a leading provider of enterprise cloud applications for finance and human resources, helping customers adapt and thrive in a changing world.and a flexible system helping teams comprehensively manage payroll, benefits, HR, and employee data.

      Target companies: ENT
      Target industries: All industries
      Target markets: Global 
      Beyond the ATS: Workday offers a handful of HR solutions in addition to its ATS capabilities. These features allow organizations to create more engaging employee experiences and attract and develop the right skills across your workforce.

      Further, companies looking for financial management, ERP, or professional services automation software should visit Workday.
      Related: Tech Candidate Spotlight – Myron Yao, Software Application Engineer at Workday 

      Integrating your ATS with Hired is so easy
      The best part? Hired joining forces with your ATS takes just a few clicks. Set up your ATS by clicking on “Integrations” in the top right drop-down menu. Get more details on connecting your specific ATS here.  

      Not a Hired customer yet? Sign up for Hired to get instant access to a curated pool of top tech talent actively seeking their next role. More

    • 163 Shares169 Views

      in Employer

      What Tech Skills are Most in Demand in 2023 & Command Top Salaries?

      by

      As 2023 unfolds, changes in the market have led to particular tech skills and roles taking precedence over others (and commanding higher salaries). Hired’s 2023 State of Tech Salaries report uncovered the most sought-after tech skills for the top five in-demand roles and why employers need them. 
      Generative AI’s impact on tech work
      Everyone in tech is no stranger to the explosion of GenAI these days. With the emphasis on artificial intelligence applications, companies are seeking more engineers ready to innovate with it and, in some cases, tame it. 
      As quoted by the Washington Post, Vijay Pande, a general partner at venture capital firm Andreessen Horowitz, said, “There’s a lot of excitement about AI right now. The technology has gone from being cute and interesting to where actually [people] can see it being deployed.”
      Outside of healthcare and technology, finance and science are also seeking machine learning engineers and researchers to apply AI technology to their space.
      This increased funding, technological advancement, and new use cases has led to a 21% year-over-year increase in demand for AI professionals according to Hired’s salary negotiation partner, Rora, and data from the US Bureau of Labor Statistics. Given that the number of AI professionals is not rising anywhere near as quickly – companies are paying premiums to compete for the existing professionals in the space to join their companies.
      When we surveyed employers for the State of Tech Salaries, we found the majority, 59%, believe employees who understand AI are more valuable. 

      This corresponds with national trends where, in August of 2023, 23% of all tech job postings included positions in emerging technologies or required emerging tech skills, such as AI. 
      Of those job descriptions within ‘emerging tech’ 37% listed a preference for AI skills, per the US Bureau of Labor Statistics. 
      GM for Rora Jordan Sale shared “One observation we’ve had amidst the layoffs is companies keep employees whose skills they perceive as valuable to where the company is going – not necessarily where they are today.”
      Employer demand growth for specific engineering and tech roles fueled by these skills
      According to the 2023 State of Tech Salaries report, more employers are seeking Security Engineers, Data Engineers, Machine Learning (ML) Engineers, and Backend Engineers than in 2022. 
      The Business Analyst subrole under Data Analytics also broke into the top five roles most in-demand on the Hired tech hiring platform. 
      For the engineering roles showing the most growth in demand from 2022 to mid-2023, the top three skills requested by employers included Python, Java, and AWS.

      Compare the top skills from this State of Tech Salaries report with the hottest skills from Hired’s 2023 State of Software Engineers report from earlier this year. We see a shift in demand from Ruby on Rails to Python. Python is among the most popular programming languages for AI – showing coveted engineering skills change to meet the demands of the market. 

      Tech skills in demand often lead to higher pay

      When we surveyed tech employers for the State of Tech Salaries report, we asked which circumstances drive them to offer more money. 
      Far and away, the answer was 76%, hard-to-find skills, because the more niche a skillset is – the harder it will be for companies to recruit for that skill. 
      However, it’s important to remember that every company will value a different set of skills. At the end of the day, it’s about being able to create impact towards the company’s mission.
      Years of experience with a specific skill was the second-highest response with 57%.
      AI pay continued to rise this year – with a 2022 to 2023 increase of 16% in average total annual compensation (base + bonus + equity) according to Rora. Outliers increased too – Netflix reportedly offered $900K for a product manager role on their internal Machine Learning platform.
      Upskilling tech workers to meet new demands
      It’s fair to say candidates will be expected to leverage AI tools in their workflows to be more effective and efficient. A TalentLMS survey revealed that 49% of workers said they needed training for using AI tools – but only 14% said they received any instruction from their employer.
      Another survey from TalentLMS found that 85% of HR managers say they plan to invest in AI learning and development for employees. It’s likely that soon, more companies will create AI upskilling programs to train engineers – given the rapidly increasing demand for AI skills. This education in relevant AI technologies will also supplement the relatively constrained supply of ‘organic’ AI talent. 
      According to the Wall Street Journal, Accenture is one of the first companies to announce an internal upskilling program. 
      Advance tech skills with Hired partners
      Outside of the workplace, there are services for jobseekers and employees to meet these new demands of employers and the market proactively. 
      Hired has a variety of partners prepared to help tech pros upskill in the latest areas. These organizations can train students on how generative AI tools work, to write prompts to be super-powered in their jobs, and to use AI tools ethically and responsibly. Interested in being in the next generation of AI professionals? Advance your career with these partners: 

      The path forward for a career in AI
      You’ve likely noticed that AI has become a catch-all phrase to describe advanced computing technologies. It’s important to note that this hugely impacts hiring because one company’s need for AI support may mean something very different than another’s. 
      Some companies may be looking for technical talent to develop new products and tooling using AI. Others may want to use AI to analyze data, build new models, or conduct research.

      Source: Latent Space
      Staying up to date with what employers are looking for and what the job market demands is crucial to progressing a career in tech. As we’ve seen with AI, unexpected change can happen – and happen fast.  More

    • 175 Shares129 Views

      in Employer

      Tech Roles on the Rise! What Tech Roles Increased Most in Demand in 2023?

      by

      As technology and modern needs evolve, specific tech roles have risen in demand on the Hired tech recruitment platform. In Hired’s 2023 State of Tech Salaries report we revealed the top five in-demand roles “biggest movers” and why employers need them. 
      They are (in order of growth from 2022 to mid-2023): 

      Security (Cybersecurity) Engineer – Up 28%
      Data Engineer – Up 21%
      Machine Learning Engineer – Up 16%
      Business Analyst – Up 15%
      Backend Engineer – Up 11%

      1. Security or Cybersecurity Engineer
      Average interview request salary* on Hired: $165,003
      As the world continues to digitally transform, so do criminals. All kinds of businesses, in a variety of industries, have learned, some the hard way, how important security and cybersecurity engineers are to them. 
      In one example, patients of a Louisville, KY, hospital network struggled to obtain prescriptions and make appointments after a cyberattack stole personally identifiable information, (PII) and medical records. The ransomware disrupted patient care as well as set off an identity theft nightmare for the victims.  
      Employers generally prefer a degree in cybersecurity, computer science, information systems, or related fields. They may also look for practical experience building test networks or system prototypes. 
      Top skills employers look for in security engineers
      Ranked by priority in positions created on the Hired talent marketplace:

      Python
      AWS
      Java
      Go
      JavaScript
      Linux
      Azure
      Kubernetes
      React
      C++

      *Average interview request salary means the average salary offer submitted by employers when they request an interview with a candidate on the Hired technical recruiting marketplace. Disclosing the salary for the role is part of the transparency we require of employers on the tech hiring platform. Jobseekers are required to list their salary expectations in their profiles. Combined, this helps drive better matches and an efficient hiring process for both tech candidates and hiring managers. 
      2. Data Engineer
      Average interview request salary on Hired: $163,782
      Modern companies rely on data about themselves, their customers, and their competitors to stay relevant and ahead. Data engineers are the architects who establish the structure to retrieve, store, and manage vast reservoirs of data. With a blend of software engineering and data-centric skills, they transform raw data into usable systems.
      Employers generally prefer a degree in computer science or related fields. They’ll also look for experiences displaying an aptitude for various programs, languages, and tools. Knowledge may include building data structures, managing databases, using big data, and how proper data infrastructure can affect a business.
      Top skills employers look for in security engineers
      Ranked by priority in positions created on the Hired talent marketplace:

      Python
      SQL
      AWS
      Spark
      Java
      Scala
      Kafka
      ETL
      Airflow
      Snowflake

      3. Machine Learning Engineer
      Average interview request salary on Hired: $169,666
      A machine learning engineer is a visionary technologist, harnessing the power of algorithms to teach machines how to learn from and act on data. These engineers are adept at creating technologies embedded with AI. Common examples of what machine learning engineers work on include self-driving cars for Uber and programming tailored search results for Google users.
      Employers generally prefer a Bachelor’s and Master’s or Ph.D. in computer science, an engineering discipline, or mathematics. They will also likely look for experience in working on practical and theoretical models.
      Top skills employers look for in security engineers
      Ranked by priority in positions created on the Hired talent marketplace:

      Python
      AWS
      SQL
      Java
      Natural language processing (NLP)
      Tensorflow
      Deep Learning
      Pytorch
      Spark
      Computer Vision

      4. Business Analyst
      Average interview request salary on Hired: $123,220
      A business analyst connects business objectives to technical solutions. With a sharp analytical mind and a keen understanding of organizational needs, they delve into business processes, identifying inefficiencies and opportunities for improvement. Business analysts gather and interpret data, translate business requirements into technical specifications, and work closely with stakeholders to implement changes that drive business growth.
      Employers generally prefer a degree in business administration, computer science, or related fields. They will also likely look for experience with business process modeling, data analysis tools, project management, and domain expertise. 
      Top skills employers look for in business analysts

      SQL
      Python
      Tableau
      Looker
      Data Analysis
      R
      Microsoft Excel
      ETL
      Data Warehousing
      Financial Modeling

      5. Backend Engineer
      Average interview request salary on Hired: $160,039
      While users interact with the visual elements of an application, it’s the backend engineer who ensures that data flows, servers respond, and business logic executes seamlessly. They design, implement, and manage databases, application servers, and API integrations. Backend engineers enjoy coding and crafting the foundation of successful digital experiences, ensuring performance, security, and scalability.
      Employers generally prefer a degree in computer science, software engineering, computer security, or related fields. They may also look for experience with computer programming, REST-based services, cloud infrastructure, automated integration tests, accessing data on mainframes, and continuous integration.
      Top skills employers look for in backend engineers

      Java
      Python
      AWS
      React
      Go
      Node.js
      TypeScript
      SQL
      C#

      Employers’ demand for specific engineering and tech roles grows
      The Hired tech hiring platform showed the greatest volume of active positions belonged to: 

      Backend Engineer
      Full Stack Engineer
      Frontend Engineer
      Product Manager
      Data Engineer 

      These roles are comprehensive ones and are used by businesses of all sizes in a variety of ways. The 2023 State of Tech Salaries report showed how important specialization has become with the growth of employers seeking Security Engineers, Data Engineers, Machine Learning (ML) Engineers, and Backend Engineers. 
      The Business Analyst subrole under Data Analytics also demonstrated a significant rise in demand on the Hired talent marketplace. With the rise of data, businesses need someone to help them interpret it and recommend actions.

      AI Researchers (typically known as Research Scientists and Applied Scientists) continue to be in high demand from tech companies big and small. Rora reports that researchers are one of the few roles that continue to have significant negotiation leverage – where it’s still common for candidates to line up multiple job offers at the same time.
      While AI Research Scientists are their own function at companies, they most closely align with the Machine Learning Engineer category on Hired’s tech hiring platform.
      Roles dropping in demand the most from 2022 to mid-2023 were:

      Product Designer – Down 26% 
      UX Designer – Down 20%
      Visual/U! Designer – Down 18%
      Product Manager – Down 15%
      Mobile Engineer – Down 12%.

      The impact of GenAI on tech roles in demand in 2023
      Unless you’ve been living under a rock, you’re familiar with the onslaught of GenAI in the last year. It was even a major point of the 2023 strikes by writers and actors. With artificial intelligence applications as the tech du jour, more companies want engineers comfortable and ready to lead with it. They want more machine learning researchers and engineers to bring AI technology to their business.
      Hired’s partner, Rora, shared there’s been a 21% year-over-year increase in demand for AI professionals. This is due to more funding, advances in technology, and the development of new use cases. Similar to the appetite for Web3 and blockchain talent in early 2022, in 2023 companies are competitively paying experienced AI technologists to sign offers.

      As part of the State of Tech Salaries, we regularly survey tech employers and workers. We asked employers if employees who understood AI were considered more valuable. The majority, or 59%, said yes. 
      In August of 2023, roles in emerging technologies or emerging tech skills requirements were part of 23% of all tech job postings. 
      In addition, the US Bureau of Labor Statistics shared inside categories like emerging tech, 37% of tech role postings included AI work and skills. 
      Hiring candidates in AI-driven roles
      Like many terms, AI has become a bucket to describe advanced computing technologies. Whether you’re a hiring manager, a CEO, or manage talent acquisition, the need for AI support may vary widely from business to business. 
      Some companies will use AI to analyze data, build new models, or conduct research. Some will develop new products and tooling. Regardless of your need, look for candidates with transferable skills. 
      Look for lifelong learners – people who are genuinely curious and embrace flexibility. Because the space is so new, any involvement in open-source-related projects is also a good indication of the aptitude to “grow with it. 
      Staying up to date with the demands of the ebb and flow of the tech hiring market is critical. As AI has shown, change happens quickly. 

      Need to hire any of these tech roles growing in demand? Request a demo. More

    • 213 Shares159 Views

      in Employer

      Challenging Conventional Practices, Learning As a Transformational Tool, & More: Talk Talent to Me September ’23 Recap

      by

      Catch up on the September 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

      Increasing diversity with Jenn Tardy, Founder & CEO of Jennifer Tardy Consulting 
      Hiring for potential with John Beard, Director of Talent Acquisition at One Medical
      Learning as a transformational tool with Dr. Keith Keating, Chief Learning Officer at Archwell
      Challenging conventional recruitment practices with Amy Sheehan, Director of TA at Hormel Foods

      1. Jenn Tardy, Founder & CEO of Jennifer Tardy Consulting 
      Jenn Tardy returns to the podcast to offer an update on her diversity training experiences, including what harm looks like and initiating change to alleviate harm. She also gives a sneak preview of her Increase Diversity Summit Event. 
      “Harm can look like leaving people tokenized, using ineffective language that causes backlash, having conversations that leave some people feeling like increasing diversity does not include [them].”
      Listen to the full episode.
      2. John Beard, Director of Talent Acquisition at One Medical
      John shares his inspiring journey into talent acquisition, his passion for aligning recruitment with a company’s mission, and his innovative, candidate-centric approach. He discusses the challenges and opportunities in talent acquisition, debunks misconceptions, and emphasizes the importance of hiring for potential, not just negotiation skills.
      “For [One Medical], we want to reward the best candidates, not the best negotiators.”
      Listen to the full episode.
      3. Dr. Keith Keating, Chief Learning Officer at Archwell
      Dr. Keith Keating discusses the value of learning as a transformational tool, regardless of vocation. Dr. Keating describes the key skills that learning and development professionals need to drive value for their organizations and unlock human potential. He shares what it takes to create a “true talent ecosystem,” the importance of “future literacy,” and how talent pros can emerge as strategic business partners. By understanding the concepts of transferrable skills and the power of embracing a lifelong learning mindset, Dr. Keating believes that we can take control of our future.
      “There should always be a strong connection between learning development, talent development, and [recruitment] because we can help define the skills that are needed in the roles.”
      Listen to the full episode.
      4. Amy Sheehan, Director of TA at Hormel Foods
      Amy discusses current gaps and opportunities in the talent acquisition space and how she is shaking up the traditional approach to recruitment. She also discusses the evolving role of recruitment in today’s competitive job market and provides insights into the recruitment and onboarding processes at Hormel Foods. She also explains the value of effective communication, how to create purposeful experiences for new hires, and the role of AI in recruitment.
      “[AI] will allow [recruiters] to spend time creating experiences that matter and get [the company] top talent.” 
      Listen to the full episode.
      Want more insights into recruiting tips and trends?
      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More

    • 150 Shares99 Views

      in Employer

      Hiring a Data Analyst? What to Look for in Top Candidates Now

      by

      Hiring the right data analyst is crucial for your business. It’s like having a skilled navigator on your journey—it helps you steer your ship through the vast ocean of information. From enhancing marketing strategies to predicting market trends and even advancing healthcare, data analysis plays a central role in decision-making across various sectors.
      But what qualities does a data analyst need to possess? That’s exactly what we’re going to find out in this guide.
      The growing importance of data analysis
      Data analysis isn’t just an optional tool; it’s become a cornerstone of modern operations. 
      The global big data analytics market is worth $307.52 billion and is projected to hit $745.15 billion by 2030—a 13.5% CAGR. But why is data so crucial?

      Data from Fortune Business Insights
      Similar to having a trustworthy GPS system, data directs enterprises toward their objectives. Analytics does this by revealing trends and vital information that allow businesses to make important short and long-term decisions. 
      This is why hiring the right person for your data analytics role is so important.
      The impact of hiring the right data analyst
      Think of hiring the right data analyst as selecting an experienced captain for your expedition. The captain should be capable of providing solutions when you need them the most. 
      For instance, in times of crisis, such as tech layoffs, hiring the right data analyst who aligns with your company’s values is crucial. The analyst will help you determine how the proposed layoffs may affect the organization’s productivity and morale. 
      Here are four key benefits of hiring the right data analyst:

      Improved Decision-Making: A competent data analyst lowers your risk of making ill-informed decisions by offering insightful data analysis.
      Enhanced Efficiency: They are able to streamline procedures and spot opportunities for improvement, ultimately saving time and money.
      Competitive Advantage: With the right data analyst, your organization can gain a competitive edge by staying ahead of market trends and customer preferences.
      Innovation: Data analysts can find opportunities and patterns that are hidden and lead to new ideas within your company.

      The essential qualities of a data analyst: Technical skills
      There are four main areas to concentrate on when it comes to the technical side of being a data analyst. These skills are the nuts and bolts that allow your data analyst to navigate the data landscape effectively. 
      1. Working knowledge of data analysis tools
      Your data analyst should be well-versed in using software and tools specifically designed for data analysis. For instance, your company could be using a Vonage VoIP for small business system that generates a wealth of data on call volumes, call durations, and customer interactions. 
      Familiarity with tools like Excel, Python, R, or specialized software like Tableau is essential to uncovering insights. These insights can go on to drive significant positive results for your business. For example, by adopting Tableau, PepsiCo was able to reduce the time it takes to produce reports by up to 90%. 
      Related: Hired’s 2023 State of Tech Salaries report

      Data from Tableau
      Data analysis tools help in cleaning, processing, and transforming raw data into meaningful insights. For instance, when dealing with sales data, proficiency in tools like Excel can help identify trends and patterns in revenue generation.
      2. Programming skills
      Programming skills are the coding language that data speaks. A competent data analyst should have a working knowledge of programming languages like Python or R. They can perform sophisticated data manipulation and statistical analysis thanks to these languages. 
      For instance, when analyzing customer data for an e-commerce business, programming skills enable the automation of repetitive tasks, such as calculating purchase trends.
      3. Database management
      Databases are like the library of your organization’s data. Data analysts need to be adept at managing and querying data from various databases. Knowledge of SQL (Structured Query Language) is invaluable here, as it helps retrieve specific data from large datasets efficiently. 
      For example, when working with customer databases, a data analyst may use SQL to extract information about customer demographics and preferences.
      4. Data visualization expertise
      Data visualization is the art of turning numbers and statistics into visually appealing and understandable graphics. A proficient data analyst should be skilled in creating charts, graphs, and interactive dashboards. 
      Tools like Tableau, Power BI, or even Python libraries like Matplotlib and Seaborn come in handy here. When presenting quarterly sales reports to a team, data visualization expertise makes it easier for everyone to grasp the key insights at a glance.
      Note that recruitment tech like applicant tracking systems (ATS) can efficiently source and filter candidates based on specific criteria, including data visualization expertise. These systems can help you find data analysts with relevant skills and experience in this specific area, allowing you to narrow down your pool of candidates to the best ones.
      The essential qualities of a data analyst: Soft skills
      Soft skills are the intangible qualities that make a data analyst not just effective but exceptional. They enable the analyst to navigate the human and organizational aspects of data analysis, making a real impact. 
      1. Teamwork
      Because they frequently work in groups, it’s essential for data analysts to have strong collaboration skills. For instance, your marketing team may need to launch a retargeting strategy for e-commerce. 
      Such a strategy would require insights into audience segmentation, ad performance, and customer behavior patterns, which data analysts can provide. A data analyst with poor teamwork skills would hamper the success of the retargeting campaign. 
      2. Adaptability
      Analysts need to stay current with the continuously changing data landscape. Adaptability ensures that analysts can thrive in a dynamic environment. For instance, when working on a project where the data source suddenly changes, an adaptable data analyst can quickly adjust their approach to maintain data integrity.
      3. Communication skills
      Free to use image sourced from Unsplash
      Imagine having an excellent idea but being unable to communicate it; you won’t get very far. Data analysts need to communicate their findings effectively, both to technical and non-technical stakeholders. 
      They should be able to translate complex data into plain language and compelling visuals. This skill is crucial when presenting market insights to a group of executives or explaining data-driven recommendations to a customer.
      4. Analytical skills
      When it comes to finding hidden patterns and insights inside data, a data analyst needs to be a skilled investigator. They ought to be adept at analyzing intricate data sets, identifying patterns, and coming to insightful conclusions. 
      Consider a scenario where a company has implemented call center cloud solutions to handle customer inquiries and complaints. Without skilled data analysts, the wealth of data generated by these interactions remains untapped.
      5. Problem-solving abilities
      Data analysis often involves resolving complex issues. Your data analyst should have a knack for approaching problems methodically. They should be able to break down large, intricate challenges into smaller, manageable parts. 
      When a retail company, for instance, has to determine why its sales have declined in a particular area and how to reverse the trend, this quality is vital.
      6. Attention to detail
      Data analysts should be meticulous in data collection, cleaning, and analysis to ensure accuracy. When, for instance, a financial institution is auditing transactions, attention to detail is essential to spot anomalies that could indicate fraudulent activities.
      Other important factors to consider when hiring a data analyst
      When searching for the right data analyst, their experience and specialization are vital aspects to consider. These factors ensure they can effectively navigate the specific challenges your organization faces. 
      1. Years of experience
      While years of experience alone aren’t the only indicator of a great data analyst, they do matter. 
      More experienced analysts often possess a better understanding of cutting-edge methods and proven problem-solving abilities. 
      For instance, when dealing with historical market data, an analyst with several years of experience may have insights into market cycles that a less experienced analyst might miss.
      2. Industry specialization
      An analyst with industry specialization has an in-depth understanding of specific sectors. For example, a call center utilizing auto-dialing software will benefit from hiring a data analyst with experience in the call center industry. 
      Such an analyst would be skilled at identifying specific call dispositions that lead to successful outcomes and recommending strategies for tailoring auto-dialing scripts to maximize results.
      3. Project portfolio
      Think of a data analyst’s project portfolio as their resume in action. It’s a collection of past projects they’ve tackled, showcasing their ability to deliver results. 
      For instance, a data analyst’s portfolio might include projects where they improved supply chain efficiency, optimized marketing campaigns, identified cost-saving opportunities, or analyzed the traffic of an OnlyDomains website. By looking at their portfolio, you’ll be able to better gauge whether their past expertise is a good fit for your company.
      Hiring a data analyst with confidence
      With the ever-increasing prominence of big data, working with a skilled data analyst is paramount for businesses across all sectors.
      A well-rounded data analyst should demonstrate a special mix of abilities, knowledge, and experience. Use the tips listed above to make the right choice when hiring tech talent for your business. 
      Remember that recruiting the right data analyst is more than just filling a job vacancy; they are a calculated investment in your success in the future. More

    • 138 Shares189 Views

      in Employer

      Why a 30/60/90 Onboarding Plan is Critical for Developer Team Success

      by

      Get a Free 30/60/90 Template
      You need a plan to onboard engineers onto your teams successfully. Why? Onboarding new software developer team members to become full contributors typically takes several months. In order to maintain a positive candidate experience and solidify their place on the team, it’s crucial to spend the time and energy coaching them up to speed on your product, internal processes, and coding standards. Investing in this work helps developers contribute early and often, plus it leads to greater retention down the road.
      During the “The Great Resignation,” the tech industry saw a 4.5% increase in resignations during 2021 alone, and in 2022-2023, software engineers were among the 100,000 tech employees laid off.
      Each developer costs upwards of $20,000 to $35,000 to become a full contributor, not to mention the incalculable amount of time consumed across your team. So, it makes sense to invest in doing it well with a solid onboard plan for engineers.
      How Does Great Developer Onboarding Fit in, and Why Does it Matter?
      In short, developer onboarding is closely related to retention, job satisfaction, productivity, and success. 
      Despite pinpointing all the downstream effects of onboarding, consistently successful onboarding has a long way to go.

      Source: Reddit
      There is no “one-size-fits-all” onboarding solution, but there are best practices worth considering.
      Hired partnered with Educative to craft an eBook to outline detailed steps to create an efficient and successful onboarding framework (along with key tactics to personalize for each employee) and a free downloadable 30/60/90 template.
      Get the eBook for your customizable onboard plan for engineers on your team.
      Use this as your guide to streamline the onboarding process for all your new hires.
      Why a 30/60/90 Onboard Plan Determines an Engineer’s Success
      Onboarding is essential, but many organizations struggle with it, especially in remote or hybrid work environments. 
      Here are three key reasons you need to use a 30/60/90 plan to onboard your tech talent:
      1. Increase Retention
      Only 12% of U.S. employees said their company did a good job onboarding, according to Gallup analytics. One in five employees rated their experience as poor or received no onboarding at all. 
      On the other hand, 70% of the employees with exceptional onboarding experiences highly rated their jobs and were 2.6x more likely to be satisfied with and stay at their workplace.
      Turnover is not a new challenge, but an effective onboarding program will significantly reduce high turnover rates, especially during those all-important first 90 days.
      2. Clear Onboarding Milestones Define Success
      What’s the reason for onboarding failure? Atul Gawande, author of “The Checklist Manifesto,” writes that there’s a clear distinction between errors of ignorance (mistakes we make because we don’t know enough) and errors of ineptitude (mistakes we make because we don’t make proper use of what we know). 
      Failure in developer onboarding results from both “errors of ineptitude” and “errors of ignorance.”Engineering Managers and team leads have a lot on their plates to meet company goals. Despite having access to online resources, documentation, and personal knowledge to create a successful onboarding solution, the implementation often falls short. This is often due to limited bandwidth.
      On the other hand, murky company goals or differing expectations from leadership can result in misaligned onboarding milestones due to errors of ignorance. This happens frequently in newly-created roles or those part of new initiatives. 
      Related: Opening a new role? Check out 5 Tips Where You Should Begin
      Creating a 30/60/90 onboarding plan tackles both types of errors by capturing refined knowledge and documenting clear milestones to align expectations across the company.
      3. A Mentor’s Training Defines the Onboarding Experience
      It’s not entirely up to the new hire for a successful onboarding process — the mentor holds just as much responsibility.

      Source: Reddit
      Training is a multi-stakeholder task; documenting expectations for mentors involved in training keeps all team members on the same page and minimizes confusion from miscommunicated or unspoken expectations. 
      As a mentor, encourage questions and be a helpful resource during the onboarding process by setting clear expectations. It’s natural to want to impress the new team or supervisor, so some new hires may be hesitant to show ignorance or confusion OR bite off more than they can chew within the first couple of weeks.
      Related: How to Foster Psychological Safety in the Workplace, from Interviews to Management
      Top-of-mind Priorities in a Software Engineering 30/60/90 Plan
      Before we dive into the specifics of the onboarding plan, let’s cover 3 top-of-mind priorities for your 30/60/90 plan. Think of this as an outline blueprint for what a new employee will accomplish within 90 days. 
      Prioritize the following elements when developing an engineering 30/60/90 plan:

      Technical Setup and Tool Familiarization
      Personalize the Process
      Team Integration & Culture

      1. Technical Setup and Tool Familiarization
      Set your new hire up with the tools and documentation needed to do their day-to-day tasks. 
      Some considerations include the following:

      Development Environment: Ensure new developers have all necessary tools installed, licenses obtained, and access granted. This includes the IDE (Integrated Development Environment), source control, databases, and other essential tools.
      Codebase Access & Overview: Grant access to the repository and provide an introduction to the codebase. A high-level architectural overview is invaluable for understanding how different components interact.
      Documentation: Point new developers to existing documentation about coding standards, design patterns, and workflows. If possible, assign a reading list for the first few days. Better yet, point your new developer to well-written code.

      Source: How Docs as Code Can Supercharge My Dev Team
      2. Personalize the Process
      How does your onboarding plan for engineers meet your new hire’s specific needs?
      Every developer enters your company at a different starting point. Joseph Gefroh, VP of Engineering at HealthSherpa, manages this by tailoring onboarding to varied learning needs and experience levels.
      “A person can be great at one thing but junior in another. Identifying where your team’s individual strengths and weaknesses lie is, therefore, the key first step in leading them.” – Joseph Gefroh, VP of Engineering at HealthSherpa
      Just because you’re hiring multiple people for similar roles doesn’t mean each of those tech engineers will have the same learning path. One may have completely different qualifications and require additional training modules.
      Need help upskilling or refreshing a new hire’s skills? Try DevPath from Educative.
      3. Team Integration and Culture
      How does your engineering onboarding process include the rest of the team?
      As you build your plan, note the action items required to familiarize your new hire with the team’s processes and culture.
      Include items such as

      Buddy or mentor system
      Intro meetings and meeting purposes
      Company culture
      Team-specific rituals and values
      Team lunches and social events
      Feedback loops

      Following the framework above, let’s dive into building your 30/60/90 onboard plan for engineers with some pre-boarding.
      Pre-boarding (T-7 days)

      Summary: Key Action Items for Pre-boarding Phase

      Send or prep welcome materials
      Send paperwork

      HR documents
      Benefits information
      Tax forms

      Provide company overview

      Company mission, values, goals, history

      Prep equipment

      Laptop, mouse, keyboard, headset, chargers, adapters, monitors, and desk
      Contact IT team

      Before a new hire’s official start date, collaborate with your HR team to ensure a smooth first week. Consider these items as the “pre-boarding” tasks:
      Send or prep welcome materials
      If your company supplies any type of welcome package (company swag, welcome letter, personalized items, etc.), prepare these for arrival or ship to remote employees. Add a quick message with a 1st day schedule.
      Send paperwork
      Are there items you need to send early to acclimate new hires (HR documents, benefits information, etc.)? Give them a heads up of documents or types of IDs they’ll need to bring/send. If they’re completing tax or other government forms remotely, provide a sample of a completed version to guide them.
      Company overview
      Send key company information, such as main mission, values, goals (annual and overall), history, or need-to-know operational details.
      Prep Equipment
      Work with your IT team to set up a workstation or ship all necessary equipment and hardware (laptop, mouse, keyboard, headset, chargers, adapters, etc.). Be sure to complete this well before their first day in case of delays. Nothing’s worse than a new team member without equipment on Day 1.

      Source: DevPath
      You’re Ready to Welcome Your New Developer or Engineer and begin a strong onboard plan!
      Congratulations, you’ve done the work to plan and prepare for a great onboarding experience for developers on your team. 
      Grab actionable steps for the first three months and a professional template (for free) by downloading your free 30/60/90 onboard plan for engineers:

      Originally published Dec. 8, 2021. Updated by Hired Content Team and Educative on September 18, 2023 More

    • 188 Shares99 Views

      in Employer

      Agencies versus In-House Recruiting, Building Community, & More: Talk Talent to Me August ’23 Recap

      by

      What did you miss on last month’s episodes? Listen in on August 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry.

      Working for an agency versus in-house with Kyle Samuels, Founder of Creative Talent Endeavors
      Building community with Maggie Mannion, Founder of Kindred
      Being your own boss with Kaylee Estes, Founder of Estes Group

      1. Kyle Samuels, Founder of Creative Talent Endeavors
      Kyle explains his entrepreneurial journey and why he decided to leave a big brand to start his own agency, Creative Talent Endeavors. He shares about the early days at Creative Talent Endeavors and the process of finding clients, including how he managed to take on Taco Bell as the first one. Kyle also tells us about the benefits of an agency over an in-house recruiting gig.
      “I do like the variety of having different clients and different things to work on every day.” 
      Listen to the full episode.

      2. Maggie Mannion, Founder of Kindred
      Experiencing a career transition is overwhelming, to say the least. But that doesn’t mean it has to be lonely or shameful. Maggie founded Kindred, a community of professionals navigating career transitions together. She explains what led her to start the company, which professionals Kindred targets, and how she curates content relevant to a variety of professions.
      “Kindred is all about career transitions and really is built on this thesis that career transitions and navigating career transitions don’t have to be a solo pursuit.” 
      Listen to the full episode.
      3. Kaylee Estes, Founder of Estes Group
      To stand out as a recruiter, you need to shift your focus from being transaction-based to being relationship-based. Kaylee discusses the agency side of recruiting and why she decided to start her own staffing firm. She also delves into unconscious bias, the freedom that comes with being your own boss, how functional recruiters fit into the recruiting world, and how she makes sure she is representing companies well.
      “Yes, people need to know how to make hires but at the end of the day, they just need to make good hires and they need help with that.”
      Listen to the full episode.
      Want more insights into recruiting tips and trends?
      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More

    • 150 Shares99 Views

      in Employer

      Recruiting Agencies Pros & Cons: Why Hired is Best for Tech Hiring

      by

      You may have considered turning to recruiting agencies to fill tech and sales roles. Even when inbound candidates are plentiful, finding the right top talent is a challenge. However, are agencies the best way to find future team members with long-term tenure potential? In this blog post, we explore the pros and cons of using recruiting agencies, shedding light on the factors to help you bring the best tech and sales talent to your organization.
      Recruiting Agency Pros
      1. Access to an extensive network
      Recruiting agencies often have connections to a vast pool of professionals. On top of that, they proactively reach out to potential candidates – even those who are not actively seeking new opportunities. Instead of taking a shot in the dark, employers have the opportunity to leverage an agency’s existing database of people. The best agencies have developed industry connections and built relationships with qualified candidates.

      Hired candidates are engaged and actively looking. As a result, employers see response rates double or even triple, what they’re used to – often 60%+ compared to the 14% industry average. With access to a database of candidates in the millions, and tens of thousands active on the platform, Hired customers have more opportunities to connect with the right talent, right away.  

      2. Efficiency
      Most employers know finding and hiring the right candidate can be a time-consuming and resource-intensive process. Because recruiting agencies specialize in talent acquisition, you offload these responsibilities to focus on core business operations. With agencies handling screening, interviewing, and shortlisting, businesses reduce speed-to-hire.

      Spread thin? Add on Hired Sourcer for temporary or ongoing help sourcing, pre-screening, shortlisting, and managing communication with experienced candidates. Whether you’re without a dedicated recruiter or busy hiring managers need support, Hired Sourcer fills the gaps. (And it’s typically a fraction of the cost of hiring a contractor or agency!)

      3. Specialized knowledge
      While finding top tech and sales talent is hard, finding candidates with niche skills can be even harder. Tech recruiting agencies possess industry-specific knowledge and understand the nuances of the tech landscape. Their expertise in niche areas helps them identify candidates with the right skill sets, ensuring you find the candidate that checks off the list of requirements.

      Bundle Hired Assessments into your Hired solution to standardize tech skills assessments and free up your teams from live proctoring. Some candidates proactively take them to earn badges for their profiles. Save time when you use our filters to find talent who’ve proactively verified their skills with these technical assessments. By leaping ahead to interviewing tech talent with proven skills, it’s easier to hire faster and reduce your cost of vacancy.

      4. Tech & sales hiring market insights
      Recruiting agencies stay abreast of market trends, salary ranges, and candidate expectations. This valuable knowledge can provide you with a competitive advantage, helping you craft attractive job offers and tailored recruitment strategies. Agencies also offer insights on market demand and supply, assisting you in aligning your talent acquisition plans with current industry dynamics.

      Dedicated support from our Customer Success Managers works in collaboration with the Candidate Experience team to ensure you have a pulse on candidates in process. We are the leader in offering data and competitive insights to share with internal stakeholders at every step of your hiring funnel. Many customers highlight competitive insights as one of their favorite aspects of partnering with Hired for their tech and sales recruiting.

      5. Enhanced candidate experience
      Recruiting agencies have experience in managing the candidate journey from start to finish. They understand the importance of a positive candidate experience and ensure candidates are well-informed, engaged, and supported throughout the recruitment process. This professionalism reflects positively on your organization and helps to build a strong employer brand.

      Candidates on Hired benefit from a variety of resources, including workshops, AMAs, guides, a salary calculator, and a dedicated Candidate Experience Team to support them on their journey and provide insights 

      Recruiting Agency Cons 
      1. “They’re expensive”
      While recruiting agencies provide value, their services come at a cost. Most agencies charge a fee based on a percentage of the candidate’s annual salary. For startups and small companies with limited budgets, this expense may pose a financial challenge. It is essential to evaluate the cost-effectiveness of using an agency compared to the potential benefits they bring to your recruitment efforts.
      2. Lack of deep organizational knowledge
      Recruiting agencies operate externally to your organization and may have limited knowledge of your company’s culture, mission, and specific needs. This can sometimes result in candidates who might not be the best cultural fit or fully aligned with your organizational objectives. 
      3. Limited control over the recruitment process
      Outsourcing recruitment to an agency means relinquishing some control over the hiring process. While agencies work closely with you, the final decision-making authority rests with your organization. Some stakeholders might prefer to be more hands-on throughout the recruitment process, which may be a challenge when working with an external agency.
      4. Potential candidate pool overlap
      There is a possibility of overlap in candidate pools if multiple organizations engage the same agency for their recruitment needs. This can lead to competition among clients for the same talent, potentially diluting the exclusivity of your candidate search. 
      “We’ve used recruitment agencies in the past, but they’re pricey, they’re expensive,” says Logikcull’s Head of Talent Laura McDermott. “Sometimes agencies push somebody too hard who’s not actually a good fit. At Hired, there isn’t any of that.” Hired frees her from navigating the conflicts and external pressures that often come with recruiting agencies.
      Unlike commission-incentivized recruiting agency personnel, Hired’s Candidate Experience team is unbiased about whether talent accepts a role. They are purely there to offer support and resources, such as interview coaching, salary calculators, evaluate options, and more. 
      Why Hired is a better tech and sales hiring solution  
      Hired is not a recruiting agency, a job board, or a social network. It is a solution directly connecting employers to vetted talent with thousands of skills across 50+ tech and sales roles. 
      Organizations find in-demand tech candidates primarily in Software Engineering, DevOps, UX Design, Product Management, and Data Science. Employers needing sales candidates in Customer Success and revenue-based roles, such as Sales Management are also in luck. 
      Essentially, Hired offers easy access to the best talent along with everything employers need to know about them from salary requirements to work preferences. 
      “I think the best thing about using Hired is everything I need to know and would like to know as a recruiter from the offset, is almost always straight in front of me.”
      Joe Miller, Senior Recruitment Manager, RVU
      Hear from Joe about his experience with Hired and how it helped his tech recruiting productivity exponentially.
      What’s more, in Hired’s full suite employers get unbiased insights, DEI features for more diverse hiring, tech skill assessments, and dedicated Customer Success Managers to support teams as they fill open roles efficiently. 
      For lean teams within global enterprises or startups with a dedicated recruiter, Hired Sourcer comes to the rescue. Short or long-term, an experienced professional acts as an extension of your team to source, shortlist, and screen tech or sales candidates. They’re also great at maintaining consistent communication and keeping candidates engaged. 
      Considering Hired over a recruiting agency? 
      Companies switching from recruitment agencies to Hired often say their shift is driven by a lack of quality candidates with specific skills from agencies. Employers find they are more focused on speed over quality. On Hired, employers get both. In fact, companies have immediate access to candidates they need and save 45 hours of sourcing time per hire. 
      Hired also specializes in matching experienced talent with employers they likely won’t see in the pipeline – even with an agency as the middleman. Typically, top senior-level engineers are not thrilled to work with agency recruiters due to constant badgering. Hired yields higher response rates and engagement from candidates – the platform has an 85% candidate response rate to all interview requests.
      In addition to a vast pool of candidates, talent is also responsive on Hired. Candidates typically respond within one business day and have a 50% interview request acceptance rate. Plus, Hired integrations mean you can directly connect with candidates to avoid doing twice the work of updating a third party.
      Speaking of saving time, agencies do not always understand your requirements. Hired specializes in identifying tech and sales talent across niches. Talent pros don’t have to waste precious hours reviewing resumes and conducting interviews unlikely to be a match. 
      Hired positions candidates for long-term success; increased retention
      Reflecting on her experience with Hired compared to recruitment agencies, Hired fulfills Logikcull’s interest in long-term employee success over making a placement McDermott adds, “We really pride ourselves on the tenure of a lot of our employees. Many have been here 10+ years… We’re recruiting people who are looking for a career and not just a job to come in and bank a paycheck. We want people who are looking to grow. We want people who really want to be able to make an impact.” 
      For companies looking for tech and sales candidates interested in a career over a job, try Hired. Candidates placed through Hired have an 18% longer tenure with employers than average.
      One financial services TA leader told us, “I think the challenge we had with a lot of third-party recruiters was the candidates they would present would frequently job hop. We look for long-term employees. I think the unfortunate reality of working with a lot of recruiters is their interests are not exactly aligned with ours because if their candidate stays for 0 days and then they place them somewhere else, they still get paid. 
      They tend to present candidates that churn every year. Beyond that, sometimes it’s been finding specific skill sets, especially on the technical side, developers who know specific languages, etc.”
      Cons often outweigh pros of recruiting agencies
      Remember, partnering with a recruiting agency is not a one-size-fits-all solution. Assess your specific requirements, weigh the pros and cons of recruiting agencies, and select the approach that aligns best with your organization’s goals and resources. 

      About Hired: 
      Hired is the most efficient way to fill tech and sales roles today. With unbiased insights, DEI tools, tech skill assessments, sourcing services, and dedicated Customer Success Managers, Hired works with companies around the world, placing more than 20,000 active and qualified candidates in new roles. Using better data, curated matches, and ways to reach new markets and talent with higher acceptance rates, employers save an average of 45 sourcing hours per role using Hired’s solutions suite. Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. More